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Four future trends your HR team needs to adopt

Posted on 15/07/2015 by Tracey George MIRP


Tomorrow’s workplace is changing rapidly and in order to ensure your organisation is staying at the forefront and securing the best talent, HR professionals need to respond accordingly. In this month’s blog we give you four future trends HR teams need to start adopting now.

1.  Employee profile is changing

The profile of a typical employee is changing, as retirement ages rise, women have children later, and more millennials enter the workplace. As a result, HR departments will need to create working environments where many different types of individual want to work.

HR needs to consider each of their worker profiles individually and look at what needs to be adapted to meet the needs of different kinds of employees. For example, an older work force may require issues surrounding access and disability to be addressed.

The employment market is the most buoyant it has been for some time, the CIPD, Resourcing and Talent Planning 2015 reported that ‘nearly half of the respondents are making efforts to develop more talent in-house, while a third are focusing more on retaining rather than recruiting talent.’ The future will see the skills gap continue to widen and HR will need to consider training and upskilling of staff individually based on their profile.

2.  Reward is harder

As the work profile changes, so does the need to reward them and unfortunately it is not a one size fits all.  The CIPD report shows the percentage of respondents with recruitment difficulties for different job levels. The most common recruitment problems include a lack of candidates with relevant sector/ industry experience, looking for more pay than on offer and looking for a better package than you can offer.

Charity organisations are obviously more likely to struggle to compete with pay, however there are other ways to recruit top talent, that don’t have to cost your organisation lots of money.  These involves recruiting flexibly, eg rewarding individuals with life-stage benefits, flexible working arrangements, job share, part-time working, training on the job. Reward packages that can be tailored for each employee are likely to have the best effect on recruitment and retention.

3.  Technology advances

Applicants are more reachable with today’s technology and therefore the talent pool is larger, but the competition is also fiercer. HR need to be embracing today’s technology in order to reach out and communicate with those candidates.

HR teams need to be considering video interviews, online candidate assessments, a good recruitment website, using mobile platforms to recruit, and communicating effectively with candidates via email and text message.

Staff are also more likely to be working remotely, using the cloud or bringing their own devices. HR teams need to ensure policies are in place and risk assessments are undertaken when handling these changes.

The change to how the workforce operate will also results in the need to use measurement techniques to monitor productivity/ performance. HR will take on a wider role incorporating other areas of the business, such as IT, in order to handle social media, mobility, the cloud and big data.

4.  Long term recruiting strategy

Due to the increased competition recruiting top talent, and increased technology advances making viral communication so easy, it is important to have a good employer brand when recruiting.  Take Google or Virgin for example; both have great brand strength and employees who act as ambassadors for the brand, helping to make them employers of choice.  Read our article on the easy way to manage your employer branding here.

The current candidate-short market is likely to remain for at least the next five years or so, as long as the economy continues to improve, meaning that employers are going to have to work harder and think much longer-term about how they recruit.

If you need any help planning ways to meet your future recruitment challenges, please contact TPP on 020 7198 6000 or